We voted last year to implement our plan rather than wait for the state plan in 2014
Alternative Teacher Professional Pay System
For efficiency and consistency, we are not answering questions today. We want to give you more time to get back to what you need to do.
Combined with .5 IP. Added responsibility to oversee administration of plan. Work closely with Federation President and Director of Human Resources and Executive Director of Curriculum and Staff Development.
IPCs participated in four days of Cognitive Coaching training over the summer and will participate in four more days this fall
We will update this list on both the District website and via email as soon as phones are installed. We are housed in room C306 at Sibley.
Pink Sheet in your folder Your student achievement SMART goal may be individual or the same as other members of your PLC. A Google doc email will be sent from an IPC for you to sign up for a PGP meeting time.
This page is completed at the end of the school year.
Yellow framework Two IPCs doing observations (2 and 1) for rater reliability
Yellow Pre-Observation Form
Green Important Dates sheet
Goldenrod Summative Assessment Report
As you can see, it is either Proficient or Less Than Proficient.
Goldenrod page will be placed in everyone’s personnel file.
Blue Appeals sheet
Because of the timeline last fall, the District was unable to levy for the $91 per pupil unit for this school year.
More information to follow on many of these items. We will be meeting with you several times throughout the school year. Please write down your questions. We want to help you, but for time and consistency, we will be using the cards.
ATPPS August 2012 pp for staff development
ATPPSAlternative Teacher Professional Pay System September 2012
Committee Members Anne Barnes Jean Menard Julie Ching Tom Schoepf Jo Senn MaryAnn Thomas Diane Thompson
Minnesota Statute Chapter 122A.40, Subdivision 8 New mandate passed by the 2011 legislature Districts must have an evaluation and peer review process in place by the start of 2014-2015 school year for continuing contract teachers If a district does not have a plan in place, it must implement the state plan
What is ATPPS? [As per MN Statute 122A.414] A system for teachers to achieve career advancement and additional compensation An increase in opportunities for site-based professional development An opportunity for peer coaching A system of collaboration for educators
Why ATPPS? Support professional growth for all teachers Continue to develop and support probationary teachers through mentors Improve student achievement through teacher development and professional growth Create a system for teachers to achieve additional compensation Satisfy requirements of state statute
Questions? Write them on the white index card and we will collect them at the end of the presentation Our goal is to answer your questions promptly. We will send out an email addressing the questions If you need more time to reflect, a manila envelope will be in your school office for you to submit your question card We will collect the envelope on Friday, September 7
ATPPS Program Coordinator (Teacher on Special Assignment—Full Time Release)Job Summary: Half time position combined with half time Instructional Peer Coach Oversee all aspects of programSummary of Primary Responsibilities: Coordinate ATPPS program including liaison activities with administrators, IPCs and MDE Schedule and facilitate meetings among IPCs and others Monitor progress, ensure timelines, ensure appropriate paperwork and integrity of program is followed Submit all proper documentation to payroll department in order to facilitate stipend payments and step advancement Monitor budget and coordinate with district administration
Instructional Peer Coach (IPC) (Teacher on Special Assignment—Full Time Release)Job Summary: Observe and provide leadership, support, and resources to teachers to enhance professional growth and student achievementSummary of Primary Responsibilities: Conduct formal observation and coaching of teachers in order to provide teacher support Provide resources, coaching, and modeling of best practices to assigned teachers Maintain and complete all documentation related to position Provide leadership and guidance to teachers in completing their Professional Growth Plan (PGP) Determine stipend evaluation proficiency
Professional Growth Plan (PGP) Professional Growth Plan Student achievement SMART Goal relevant to the teacher’s area of assignment and site goal Action plan and timeline for goal achievement On-going discussion with PLC and IPC or administrator Summary of Achievement IPC will meet with teacher between September 12-28 to formalize PGP
Observation/Evaluation ofContinuing Contract Teachers Teacher chooses two of four domains as focus areas – one new area each year Observed three times each year Teachers not on high cycle observed by at least two IPCs Teachers on high cycle observed twice by an administrator and once by an IPC Complete a pre-observation form and meet with IPC within one week of scheduled observation
ISD 197 Framework for Effective Teaching (Observation Assessment)
Observation/Evaluation ofContinuing Contract Teachers IPC observes teacher Post observation meeting scheduled within three days of observation First observation takes place by October 31, second observation by February 15, and third observation by May 15 Summative meeting by May 31 allows for reflection of work during the year and discussion of following year’s goals
Observation/Evaluation ofContinuing Contract Teachers Teachers are deemed proficient in the domain area evaluated if the teacher was rated proficient or exemplary in 75% or more of the individual assessments The percentage is calculated by combining the individual assessments under the domain area from the two observations with the highest number of proficient or exemplary ratings
Data Privacy Information obtained during the course of this ATPPS process is intended to be used for the professional growth of the teacher Teachers on “high cycle” and probationary teachers will have evaluation forms placed in their files, as is current practice All teachers will have the summative assessment report placed in his/her personnel file
Observation/Evaluation ofContinuing Contract Teachers Teacher shall be notified by April 1 if he/she is unlikely to receive evaluation stipend and performance increment (step) Teacher may request up to four additional observations from the same IPC, a different IPC, or an administrator Teacher can file a formal appeal to the ATPPS coordinator within ten working days of being notified of denial of performance increment Teacher will receive final notification no later than May 31 as to whether or not he/she will receive evaluation stipend and performance increment (step)
Observation/Evaluation ofContinuing Contract Teachers ATPPS Appeals Committee is comprised of the ATPPS coordinator, two district appointed representatives, and two WSPFT representatives The ATPPS coordinator chairs the Appeals Committee as a non-voting member Teacher can appeal the Appeals Committee decision to the School Board in accordance with the grievance process outlined in the contract
Observation/Evaluation of Probationary Teachers Probationary teachers observed three times by administrators Probationary teachers must be proficient in all four domain areas Percentage for proficiency is as follows: 1st year probationary must be 50% proficient 2nd year probationary must be 60% proficient 3rd year probationary must be 75% proficient
ATPPS Stipends for 2012-2013 $100 School-wide Student Achievement Goal Collaboratively set at each site School Board approved $100 Individual Student Achievement Goal Pursue completion through PGP On-going progress monitoring $50 stipend if all aspects of PGP implemented, yet student goal is not met $800 Teacher Evaluation Proficiency ISD 197 Framework for Effective Teaching Tenured Teachers 3 observations, 2 of 4 domains Proficient = 75% High cycle – every 3rd year Observations: 2 by administrators, 1 by IPC Non-High cycle Observations: 3 by IPCs Probationary-administrator review 3 observations, all domains Proficient = 50% Year 1, 60% Year 2, 75% Final Year Up to 4 extra observations may be requested $1,000 TOTAL POSSIBLE ATPPS DOLLARS PER TEACHER FOR 2012-2013
ATPPS Stipends for 2013-2014 $200 School-wide Student Achievement Goal Collaboratively set at each site School Board approved $200 Individual Student Achievement Goal Pursue completion through PGP On-going progress monitoring $100 stipend if all aspects of PGP implemented, yet student goal is not met $1,385 Teacher Evaluation Proficiency ISD 197 Framework for Effective Teaching Tenured Teachers 3 observations, 2 of 4 domains Proficient = 75% High cycle – every 3rd year Observations: 2 by administrators, 1 by IPC Non-High cycle Observations: 3 by IPCs Probationary-administrator review 3 observations, all domains Proficient = 50% Year 1, 60% Year 2, 75% Final Year Up to 4 extra observations may be requested$1,785 TOTAL POSSIBLE ATPPS DOLLARS PER TEACHER FOR 2013-2014 AND FOLLOWING YEARS
More Information ATPPS Plan and MOU is located on the District website Staff Human Resources/Payroll ATPPS MOU and Plan